A recent post in an ALDI Facebook group has shed light on the unconventional interview practices adopted by the retail supermarket chain. Rather than the standard "tell us about yourself," one applicant was stunned to find herself engaged in a virtual fitness assessment via Zoom.
The question now looms: Is ALDI introducing a fitness regimen into its hiring process, or is this an isolated incident of managerial overzealousness?
In a recent post within an ALDI-focused Facebook group, a perplexed woman sought answers about an unusual interview experience. Instead of the customary interview questions, her relative, who had applied for an in-store position, found herself participating in a virtual meeting later in the day. To her surprise, the Zoom call wasn't a typical discussion but a fitness assessment, involving push-ups, sit-ups, and star jumps.
“Is this really a part of the interview process or just an overzealous manager?” she asked.
The post, which garnered a range of responses, questioned the legitimacy of this interview approach. Some individuals, claiming to work for ALDI, expressed shock at the unfamiliar process. Comments such as "that's creepy" and "this is just weird" echoed the sentiment of those taken aback by the unorthodox interview method.
“I would exit that Zoom call so fast,” one person said while another said: “Why do push-ups? They sit down at work all day.”
Amid the critical responses, some defended the practice. One individual shared that their housemate, an ALDI employee, went through a similar process, confirming that the Zoom call involved a physiotherapist to assess the applicant's physical capabilities. This, they explained, was to ensure candidates could perform specific duties and were not concealing pre-existing injuries that could later lead to work-related issues.
While acknowledging the necessity of a fitness assessment for certain roles, others questioned the appropriateness of conducting such tests via Zoom. Concerns were also raised over the qualifications of the interviewer and whether this unconventional approach would withstand scrutiny in a potential discrimination hearing.
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